Under wraps??

At the request of counsel, please see the below guidelines regarding obtaining and providing competitive information:


Confidential/Privileged



In light of Enterprise's pending acquisition of Vanguard, it is an opportune time to review with you our guidelines for handling communications with competitors about competitive issues. These guidelines are designed to avoid even the appearance of impropriety under the antitrust laws, which impose civil, and in some cases criminal, liability for improper conduct. Vanguard should be treated the same as any other competitor until and unless the pending acquisition is completed.



Enterprise personnel should never communicate with any of our competitors about non-public competitive information. This information includes Enterprise's current pricing actions, future pricing plans, price-related policies, sales policies, business strategies, fleet purchasing, fleet allocation, or other similar topics. Likewise, Enterprise personnel should never ask a representative of a competitor for such information about the competitor.



If a representative of one of our competitors seeks to discuss competitive matters with you, you should politely decline to do so and promptly report the situation to the Legal Department. If a competitor's employee or former employee attempts to provide you with the competitor's non-public information, you should assume that such information is for the competitor's internal purposes only and that the individual does not have a right to possess or share this information with you. Just as we would not want our internal information in the hands of our competitors, you should decline to accept a competitor's information offered to you.



Enterprise personnel may gather competitive intelligence by listening to what customers say about competitors' activity or offerings. Please note, however, that information should never be communicated to a customer for the purpose of having the customer act as a conduit for transmitting the information to a competitor, and Enterprise personnel should never encourage a customer to provide information that the customer has received from us to our competitors.



In all situations, if you have any doubts about whether a particular communication or topic is appropriate or concerns about how to respond to a question, please contact the Legal Department immediately and they will provide you with guidance.



Thank you,



Matt Darrah

Originally Posted by Unregistered12

At the request of counsel, please see the below guidelines regarding obtaining and providing competitive information:


Confidential/Privileged



In light of Enterprise's pending acquisition of Vanguard, it is an opportune time to review with you our guidelines for handling communications with competitors about competitive issues. These guidelines are designed to avoid even the appearance of impropriety under the antitrust laws, which impose civil, and in some cases criminal, liability for improper conduct. Vanguard should be treated the same as any other competitor until and unless the pending acquisition is completed.



Enterprise personnel should never communicate with any of our competitors about non-public competitive information. This information includes Enterprise's current pricing actions, future pricing plans, price-related policies, sales policies, business strategies, fleet purchasing, fleet allocation, or other similar topics. Likewise, Enterprise personnel should never ask a representative of a competitor for such information about the competitor.



If a representative of one of our competitors seeks to discuss competitive matters with you, you should politely decline to do so and promptly report the situation to the Legal Department. If a competitor's employee or former employee attempts to provide you with the competitor's non-public information, you should assume that such information is for the competitor's internal purposes only and that the individual does not have a right to possess or share this information with you. Just as we would not want our internal information in the hands of our competitors, you should decline to accept a competitor's information offered to you.



Enterprise personnel may gather competitive intelligence by listening to what customers say about competitors' activity or offerings. Please note, however, that information should never be communicated to a customer for the purpose of having the customer act as a conduit for transmitting the information to a competitor, and Enterprise personnel should never encourage a customer to provide information that the customer has received from us to our competitors.



In all situations, if you have any doubts about whether a particular communication or topic is appropriate or concerns about how to respond to a question, please contact the Legal Department immediately and they will provide you with guidance.



Thank you,



Matt Darrah

Here is Court Testimony Concerning Darrah, Enterprises Current Vice President of North American Operations

During her employment at Enterprise RI, plaintiff was
treated differently than other male employees. Enterprise
National publicly advertises its preference for “athletes,
fraternity types-especially fraternity presidents, social
directors,” and “ex-college frat house jocks.” Darrah
regularly organized and participated on all-male softball
teams, golf tournaments, and poker games designed to boost
group morale and provide opportunities to socialize with upper
management. The women in the office were never invited. In
addition, Darrah routinely gave male employees the benefit of
advance notice and corrective counseling regarding their
performance problems. A male manager, Brendan Kane, once
commented that he had spent so much time in Darrah’s office
receiving constructive criticism that his “ass hurt.”
However, plaintiff was denied a similar opportunity to work
with Darrah and take corrective action. The only time Darrah
was unhappy with plaintiff’s performance, he abruptly offered
her one of the three options discussed above.
Plaintiff’s working environment at Enterprise RI also
included various offensive and inappropriate actions. During
meetings with Darrah and other Area Rental Managers, the men
joked about sleeping with each other’s wives and referred to
the female employees as “hotties,” and commented on female
employees’ breast and body sizes. Offensive photographs were
66
passed around at one particular meeting. In one photograph of
two male Area Managers, one man was on all fours and the other
appeared to be entering him from behind. In another
photograph, one male manager was holding a dildo up to his
genital area while the other man had his mouth open and tongue
out. On another occasion, plaintiff overheard rumors about
her sleeping with another co-worker. She also heard Darrah
discussing a sexual “threesome” in which he was supposedly
involved.
On or about January 27, 1997, plaintiff filed a charge of
discrimination with the Rhode Island Commission for Human
Rights (RICHR) and the Equal Employment Opportunity Commission
(EEOC). Each agency issued plaintiff a notice of right to
sue.

What was the outcome of the case? Did the plaintiff win? So if this is the conduct of the guys at the top no wonder this stuff goes on company wide. Having official codes of conduct ...but then upper management breaks their own guidelines. Im trying no to offend anyone who is Catholic ,but other posts have suggested parallels with the Vatican. Cover ups.... double standards. This is sickening.

Originally Posted by thereal deal on Darrah

Here is Court Testimony Concerning Darrah, Enterprises Current Vice President of North American Operations

During her employment at Enterprise RI, plaintiff was
treated differently than other male employees. Enterprise
National publicly advertises its preference for “athletes,
fraternity types-especially fraternity presidents, social
directors,” and “ex-college frat house jocks.” Darrah
regularly organized and participated on all-male softball
teams, golf tournaments, and poker games designed to boost
group morale and provide opportunities to socialize with upper
management. The women in the office were never invited. In
addition, Darrah routinely gave male employees the benefit of
advance notice and corrective counseling regarding their
performance problems. A male manager, Brendan Kane, once
commented that he had spent so much time in Darrah’s office
receiving constructive criticism that his “ass hurt.”
However, plaintiff was denied a similar opportunity to work
with Darrah and take corrective action. The only time Darrah
was unhappy with plaintiff’s performance, he abruptly offered
her one of the three options discussed above.
Plaintiff’s working environment at Enterprise RI also
included various offensive and inappropriate actions. During
meetings with Darrah and other Area Rental Managers, the men
joked about sleeping with each other’s wives and referred to
the female employees as “hotties,” and commented on female
employees’ breast and body sizes. Offensive photographs were
66
passed around at one particular meeting. In one photograph of
two male Area Managers, one man was on all fours and the other
appeared to be entering him from behind. In another
photograph, one male manager was holding a dildo up to his
genital area while the other man had his mouth open and tongue
out. On another occasion, plaintiff overheard rumors about
her sleeping with another co-worker. She also heard Darrah
discussing a sexual “threesome” in which he was supposedly
involved.
On or about January 27, 1997, plaintiff filed a charge of
discrimination with the Rhode Island Commission for Human
Rights (RICHR) and the Equal Employment Opportunity Commission
(EEOC). Each agency issued plaintiff a notice of right to
sue.

Please provide a link to the testimony. Provide a link of any court case or ruling that has his name in it.

Let's not be nieve. In America when cases happen like this there are high powered lawyers, and undisclosed settlements all in an effort to keep things hush hush. I'd like to see proof as well.... but that maybe hard to obtain I'm sure.Hey let's face it unfortunately in this country it doesn't matter if something is right or wrong or holding people accountable for their actions it's more about power and money and the ability to pay your way out of situations.

I will say this it must have taken alot of courage for the plaintiff to take issue with what the allogations were in this case and to realize how inappropriate they were but to take it a step further and file a lawsuit. The plaitiff was the David in this "David and Goliath" sinerio. It takes courage....much like the little boy in the crowd who says that the emporer is naked in the story "The Emporer's New Clothes".

It's difficult to stand up for yourself and your principles especially in the face of people in high places and not be intimidated by them.
(and before anyone bashes my spelling I know some words are mispelled...but the idea is valid)

Originally Posted by erac/cares?

Let's not be nieve. In America when cases happen like this there are high powered lawyers, and undisclosed settlements all in an effort to keep things hush hush. I'd like to see proof as well.... but that maybe hard to obtain I'm sure.Hey let's face it unfortunately in this country it doesn't matter if something is right or wrong or holding people accountable for their actions it's more about power and money and the ability to pay your way out of situations.

I will say this it must have taken alot of courage for the plaintiff to take issue with what the allogations were in this case and to realize how inappropriate they were but to take it a step further and file a lawsuit. The plaitiff was the David in this "David and Goliath" sinerio. It takes courage....much like the little boy in the crowd who says that the emporer is naked in the story "The Emporer's New Clothes".

It's difficult to stand up for yourself and your principles especially in the face of people in high places and not be intimidated by them.
(and before anyone bashes my spelling I know some words are mispelled...but the idea is valid)

In any event, the fact that this case went this far and was won by the plaintiff serves to show that there is tolerance at Enterprise for sexual harrassment. So if Vanguard had no tolerance, ladies beware.

Originally Posted by erac/cares?

Let's not be nieve. In America when cases happen like this there are high powered lawyers, and undisclosed settlements all in an effort to keep things hush hush. I'd like to see proof as well.... but that maybe hard to obtain I'm sure.Hey let's face it unfortunately in this country it doesn't matter if something is right or wrong or holding people accountable for their actions it's more about power and money and the ability to pay your way out of situations.

I will say this it must have taken alot of courage for the plaintiff to take issue with what the allogations were in this case and to realize how inappropriate they were but to take it a step further and file a lawsuit. The plaitiff was the David in this "David and Goliath" sinerio. It takes courage....much like the little boy in the crowd who says that the emporer is naked in the story "The Emporer's New Clothes".

It's difficult to stand up for yourself and your principles especially in the face of people in high places and not be intimidated by them.
(and before anyone bashes my spelling I know some words are mispelled...but the idea is valid)

How would this person be able to post quotes from testimony that old with out a link? All cases that go to trial..except some involving minors ect are public record. I have looked at a few different sources and have found nothing with his name on it. If you are going to post potentialy liableous (sp?) comments then you should provide some proof. Until I see it, i say the post is BS

That is what I'm saying where is the proof? I'd love to see it!

Originally Posted by erac/cares?

That is what I'm saying where is the proof? I'd love to see it!

http://www.rid.uscourts.gov/opinions..._COMPANY_P.pdf

[slave no more]

Originally Posted by proof

http://www.rid.uscourts.gov/opinions..._COMPANY_P.pdf

Doesn't look like BS now does it?